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Workers' Compensation
Better programs secured through a PEO, with cost-savings opportunities inside the co-employment relationship and fewer carrier audit headaches.
Risk Management
Protect The Business
Before The Claim.
Risk management, as a combined management process, can protect a business from most threats of financial loss. We secure stronger programs through a PEO that provides significant cost-savings opportunities inside the co-employment relationship.
Why it matters
Risk management is an HR discipline
Unique opportunities to share exposure with a PEO can grant better cash flow for a small to medium-sized business. Using a PEO often alleviates the audit process of workers' compensation carriers. Certain PEOs also maintain programs tied to experience trend history, where a credit at the end of a good year is issued back to the client to reward safer workplaces.
Risk management is rarely a term used when it comes to human resources. The fact is that critical HR aspects most owners and executives don't think about proactively can end up costing a business millions of dollars. Don't fall susceptible to reactively paying fines and penalties from the Department of Labor, or to litigation from current and former employees — our PEO partners help prevent those events in the first place.
With respect to governmental compliance, PEOs put you ahead of the curve and out of the courtroom when it comes to HR.
What a structured program delivers
The right partner combines coverage, process, and documentation so exposure is managed continuously — not discovered during an audit or a lawsuit.
- Reduce threats of financial loss
- Improve cash flow through shared exposure
- Ease workers' comp carrier audits
- Earn experience-based credits for safe workplaces
- Stay ahead of Department of Labor scrutiny
- Limit litigation exposure from employee claims
- Standardize hire-to-fire HR processes
- Keep governmental compliance current
Program design
Four pillars of workforce risk
We map your exposure across coverage, process, and liability, then match it to PEO partners equipped for your industry and claims history.
02
HR Infrastructure
The tools and documentation to manage your workforce from hire to fire, so compliance is proactive rather than reactive.
03
EPLI Protection
Employment Practices Liability Insurance included by PEOs as co-employers, covering the most common employment claim categories.
04
Hard-To-Place Risk
Carve-out structures that keep payroll, benefits, and HR services in place even when workers' comp or medical stays outside the agreement.
HR infrastructure
Everything from hire to fire
Many businesses today are not compliant when it comes to HR — a fact, and a scary one. Most PEOs provide the tools necessary to maintain better internal structure when managing your workforce.
- Job descriptions
- Onboarding
- Benefit enrollments
- Performance management
- Training & development
- Labor law compliance
- Taking disciplinary action
- Termination or separation of employment
EPLI: what it typically covers
PEOs include Employment Practices Liability Insurance because they share risk as a co-employer. Partnering with a PEO reduces liability within governmental compliance by adding a real HR function to your operation.
- Discrimination
- Harassment
- Hostile work environment
- Wrongful demotion, discipline, or failure to hire or promote
- Wrongful discharge
- Constructive discharge
- Failure to accommodate a religious practice or disability
- Retaliation for exercising a legal right or whistle-blower violations
- False imprisonment, infliction of emotional distress, assault, battery, invasion of privacy
- Failure to comply with leave laws (such as FMLA)
- Violation of public policy
Hard-to-place businesses and industries
Many of the PEOs we hold relationships with can still help. Most will carve out risky aspects of coverage under their service agreement and continue providing payroll, employee benefits, and HR without workers' compensation or their risk management programs — making approval far easier while keeping the benefits of a PEO.
Medical benefits can be carved out as well, keeping that piece of the business with your current relationships. We have solutions for you — give us a call to discuss your specific needs.
Our advice: keep separate EPLI coverage
We recommend that PEO clients maintain separate EPLI coverage. PEOs often maintain master policies, but those carry aggregate claim limits across their entire client base.
It is also a key consideration for events that took place before the PEO relationship: a claim dated prior to joining could fall into a lapse or trailing period if you cancel your own EPLI coverage.
Most importantly, Workforce Management Agency is here to help you control and strategize ways to minimize financial loss.
Complimentary risk review
Let's stress-test your exposure
Whether you're facing a difficult workers' comp renewal, an HR compliance gap, or a hard-to-place class code, we'll map the marketplace and structure a program around your business.
Controlled Risk.
Protected Workforce.
Workers' compensation placement, claims management, safety programs and HR compliance infrastructure—mapped across the market and negotiated on your behalf.
- Independent Expertise
- More Opportunities
- Protect Your People
- Save Time & Resources
- Dedicated Partnership
Claims managed. Costs contained.
Hard class codes and climbing mod factors need a structural fix. We build the program around you.
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